|Vaccination Liberation - Exemption Information|
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Immunization Legislation. Legislative activity on a variety of topics involved in immunization policy. (2011)
If all your state requires is a 'letter', consider using the model letters for Idaho:
Idaho Exemption form:
Idaho - Text file Idaho - .doc file (MS Win95) Idaho - .doc file (MS 97/2000/XP) Idaho - PDF 328K Idaho - HTML
If you want a great letter written by a lawyer to an Oregon School Board
This letter was originally found at: http://www.childscreen.org/Letter%20to %20the%20Oregon%20School%20District.htm, but is no longer posted on this site so it has been moved to http://www.vaclib.org/pdf/letters/Letter_Oregon_School_District.htm
Religious exemption information for most states in one document!
Includes section on Hepatitis & religious objection:
Archived on Vaclib.org Source: http://www.rutherford.org/documents/pdf/brief_bank/B18-RE~1.PDF [size= 45K]
Here is a great AFFIDAVIT that can be used for Daycare, Preschools and Schools.
You do not have to prove membership in any religion to use a religious exemption.Warning: consult your state laws before modifying any form on our site. Some states require exemption requests to be in the language of the applicant.AFFIDAVIT for Colorado Older Child (preschool and school age).
You can use this as a template for other states and simply replace the Colorado with your state and your state's statute. Please read the entire post about birth certificates as well.
Download the Microsoft Word document here. VaccineTruth.net/letters/AFFIDAVIT for Colorado Older Child.doc
Edit for your state and insert your state's statute.
(This affidavit is also available as a birth exemption, for adults in colleges and employment situations. Our email address for Exemption information is posted here: http://www.vaclib.org/contact.htm )
Archived on VacLib.org http://vaclib.org/sites/VacMilitary.html
http://www.geocities.com/titus2birthing/VacMilitary.html Vaccine Exemption and Military Service
Sample: Statement of Exemption for Personal or philosophical reasons
Note: If you are writing a letter of objection based on religious beliefs, it is often sufficient to simply state that vaccinations ( * "immunizations") are against your religion without itemizing. Reasons for objection are commonly that:
*Note 2: Non-vaccinated does not mean Non-Immunized. Unvaccinated children have high degrees of immunity.
Catholic Religious Exemptions.
Also "You May Also Contact Children of God for Life for Assistance in Filing A Religious Exemption in Your State. Please note that due to the large number of religious denominations, we cannot provide specific teachings for all faiths on this subject, however we will assist you with filing instructions and sample letters." http://www.cogforlife.org/ See link on left side of page.
Finding a Health Care Lawyer in your area
Scroll to near the bottom of this page:
7. Hepatitis B Vaccination - Paragraph (f)(2). The Compliance Officer should determine whether or not all occupationally exposed employees have had the hepatitis B vaccination series made available to them after the training required by paragraph (g)(2)(vii)(I) and within 10 working days of their initial assignment. The term "made available" includes the healthcare professional's evaluation and arranging for the administration of the first dose of the hepatitis B vaccination series to begin within the 10 days. This includes all employees with occupational exposure, regardless of how often the exposure may occur. Part-time and temporary employees are included in this coverage. The vaccine does not have to be made available if the employer documents the exemption(s) set forth in paragraph (f)(2). It does not have to be administered if the employer can produce the signature of the employee on the mandatory declination form (See Appendix A of 29 CFR 1910.1030.)http://www.osha.gov/pls/oshaweb/
"I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring hepatitis B virus (HBV) infection. I have been given the opportunity to be vaccinated with hepatitis B vaccine, at no charge to myself. However, I decline hepatitis B vaccination at this time. I understand that by declining this vaccine, it is alleged that I continue to be at risk of acquiring hepatitis B, a serious disease. If in the future I continue to have occupational exposure to blood or other potentially infectious materials and I want to be vaccinated with hepatitis B vaccine, I can receive the vaccination series at no charge to me."If you want the above language so that you can simply print the page:
The following is an edited copy of a page saved from the AMA web site in March 2002.
H-440.970 Religious Exemptions from Immunizations
Since religious/philosophic exemptions from immunizations endanger not only the health of the unvaccinated individual, but also the health of those in his or her group and the community at large, the AMA
ChildrensHealthCare.org is an organization dedicated to promoting the legal removal of religious exemptions. They promote the ideas that it is a child's right to be "immunized" but apparently never checked to find out that sanitation, nutrition and hygiene are the great immunizations. http://www.childrenshealthcare.org
Source: http://www.fairmeasures.com/asklawyer/questions/ask318.html from archive of 12-12-02 webpage:
Can employees be forced to be vaccinated?
I am being asked to produce documentation of immunization for measles, mumps and rubella for a medical/surgical nursing job. My nurse colleagues and I have never heard of this required for employment to any hospital. Does an employer have a right to force an individual into getting an MMR vaccination for the sole purpose of employment? Look forward to your comments. Thanks.
Ann Kiernan replies:
If you were not a health care worker, the answer would certainly be NO! But since the nature of nursing involves occupational exposure to infectious diseases, the employer might be able to ask about your immunization status and perhaps even to require re-vaccination if you do not have proof of current protection.
Under the Americans with Disabilities Act (ADA), after an applicant is given a conditional job offer, but before s/he starts work, an employer may conduct medical examinations, regardless of whether they are related to the job, as long as it does so for all entering employees in the same job category. But, after employment begins, an employer may make disability-related inquiries and require medical examinations only if they are job-related and consistent with business necessity. Also, an employer may require employees to submit to medical examinations that are required by another federal law or regulation. 29 C.F.R. 1630.15(e)(1998) See: Enforcement Guidance on Disability-Related Inquiries and Medical Examinations of Employees Under the Americans with Disabilities Act (ADA).
So, is immunity to measles, mumps and rubella either "job-related and consistent with business necessity" or required by other law? Maybe, according to our research at the Centers for Disease Control.
The CDC report strongly recommends that health care workers be immunized for hepatitis B, influenza, measles, mumps, rubella, varicella zoter, and tetanus.
Another federal agency, OSHA, says in its Technical Manual governing hospitals [Chapter 1. IV B 2. b] that: "Vaccination for rubella, measles, mumps, and influenza is recommended, especially for women of child-bearing age."
[Note: [Chapter 1. III B 3.] also says, " A safety committee and/or infection control committee should be established within the hospital. Periodic inspection and monitoring is the responsibility of the safety committee. Immunizations, other than the mandatory vaccination for Hepatitis B, should be offered to personnel at risk."
It is not directly relevant to your situation, but a recent federal appeals decision upheld a Navy captain's right to insist that both military and civilian personnel on his ship be vaccinated for anthrax when they were entering " high threat areas and contiguous waters". Mazares v. Dep't of the Navy, 302 F.3d 1382 (Fed. Cir. 2002)
Thanks for raising such an interesting issue. We have only scratched the surface here. This would be a good question to pose to your state nursing society or professional board for a definitive answer.
Information here is correct at the time it is posted. Case decisions cited here may be reversed. Please do not rely on this information without consulting an attorney first. ----Disclaimer End----[Note: we updated links where possible and thus there differences between the above posting and the original file.
Click here for a link to an archive of the above page: web.archive.org/...
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